A guide to hire "right people" led from the experience of 500 leaders

ByAlex France

Leaders who lead enterprises interview a countless number of people every year and continue to improve methods and questions that are most suitable for interviews while repeating trial and error. So, what should we do to truly hire a "right person" for the company? Therefore, "The Corner Office"For the series" I heard from 500 CEOs and leadersAdam · BryantHas released an interview guide to hire the right people.

The Hiring Manager's Guide to Hiring the Right Person - Business Guides - The New York Times
https://www.nytimes.com/guides/business/how-to-hire-the-right-person

Avoid standard interview

ByQuinn Dombrowski

Standard questions such as "What are your strengths and weaknesses?" "What is the biggest failure you made?" Is easy to predict in advance, and the answer tends to be superficial . Also, if you talk about what is common to the interviewer and the applicant, such as things about your home school and previous experience, applicants will appear very attractive.

However, with these questions, it is hard to see who the applicant really is, when it starts, it is delayed due to deadline, leaked out dissatisfaction with work, "It was a mistake to hire this person" There are many things that can be thought of.

Therefore, when asking questions please be aware of the following items.

1: Become creative
Many applicants are preparing general questions frequently appearing at the interview. Let's think about a question that you can understand that person in the real sense.

2: Become challenging
Please try to put it in an environment that will give you your true self without thinking of applicants.

3: Have your employees help you
It is not necessary for you to be alone to respond to applicants. Working together every day, opinions of trusted team members are also important. It is one way to ask for opinions on the above questions and situations.

◆ Leave the desk


·the purpose
In order to hire the right people, it is necessary to pay attention to that "Applicants are interested in working in their own organization" "Can applicants handle people equally regardless of title?" there is. Let's take the applicants to the office or conference room and observe how to interact with the surrounding people.

· Perform an office tour
Please guide inside the company and have some employees meet with applicants. At that time, "Does the applicant inquire about how employees are working" "Are you curious?" "Applicants respectfully talk to employees, and employees go Are you interested in what you are doing? " For example, Mr. Patty Stonesifer, who was involved in the management of the Bill & Melinda Gates Foundation and also Microsoft's executive officer, is curious whether they will shake hands, letting applicants meet up with about six employees It seems to see whether or not.

· Dinner together
Diet is a reduced version of life, a part where manpower appears. When you eat together, you will be able to gain clues to know applicants.

There are five points to watch out carefully.

1: Are you paying respects to the people who serves dishes, such as waitresses
2: Are you talking with your eyes? (Looking at the eyes shows respect of respect)
3: Are you irritated when problems arise?
4: Continue the conversation and ask wise questions
5: Are you entering the restaurant for us or are you giving way to the people

In addition to attitudes towards myself and shops, we also need to see how applicants behave to other applicants when eating with multiple applicants.

◆ Throwing a ball

BySandwich

·the purpose
There are applicants preparing for every universal question. Since they think that employers will make negative evaluations when they expose weaknesses, even negative questions tend to convert to positive direction and answer. For that reason, in order to understand "real person", it is necessary to conduct "change ball question" which applicants do not predict. However, even if saying a question of changing balls, questions such as "How many golf balls do you think will enter in an airplane?" Are ultimately called "time waste" I know that, do not do it.

Then, what kind of question should you ask? An example is from the following.

"What is the innate thing among your strengths?"
It is a great advantage that I can breathe in and I can not do it for other people. It is good to learn at university and listen to things other than their acquired strength acquired afterwards. Another question of the same content is "if all the people in this world put in the top 5% only in certain areas, what is the area you can be the top 5%?"

"Do you compare yourself to an animal?"
This question sounds foolish, but when you ask the applicant about the type of animal and "Why did you choose that animal" you can know the applicant's self-recognition. It seems that surprising answers like those I had never anticipated came up and important knowledge could be obtained.

It seems that some people think that social animals are named when employees work in teams, and that some employers prefer "predator names like lions are coming out" .

"What is your favorite part of your parents' character?"
Beyond thinking myself, people are influenced by their parents. When you listen to your parents, you can know more about applicants themselves. When asking this question, it is important to listen to how the nature of parents cited by applicants appears in their parents' lives. Some interviewers listen to "the place you do not like the most in the nature of parents", but some people will be a heavy question, so be careful.

"What is the biggest misunderstanding about you that people around you are holding?"
This question clarifies how much the applicant knows "How is yourself understood by others?" And how much level of applicant's self-recognition is. Also, although it seems like a little hook, "People recognize so" is a fact that is "a recognized reality", it is a fact in a sense. The applicant himself talking "It is a misunderstanding" explains the entity itself's nature itself.

Mail order store related to apparel "Zappos.com"Tony Shayi said the question is" a combination of self-awareness and honesty. " People who can correctly recognize themselves can grow. Conversely, it is difficult for people who can not recognize themselves to accept "self" and evolve from there.

In addition, we are recruiting for recruitment at GIGAZINE, and you can apply from the following.

GIGAZINE Career Information - GIGAZINE So there are things you can do.
http://gigazine.co.jp/